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Chapter 13 .docx

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University of Calgary
Management Studies
MGST 391
Ahmad Ali Sohrabi

Chapter 13 : Human Resource Management Human Resource Management-Introduction Human Resources Management is concerned with people at work and their relationship as they arise in working environment. Roles/Scope of HR Manager: Staffing:  Job Analysis  HR Planning  Recruitment  Selection  Retirement, Resignation, Redundancy HR Development:  Performance Appraisal  Career Planning  Training  Development Motivation/ (Individuals):  Job Analysis and Design  Pay and Promotion Leadership and Groups:  Creating effective teams  Managing conflicts between teams Other Aspects:  Health and Safety  Workforce diversity (Equal Employment Opportunity)  Maternity  Compliance with legal and other standards  Personnel record and Information System Necessity of separate HR Department depends on Size and Activities of organization. Objectives of HRM:  Cooperative Relationships  Development of motivated employees  Effective response to change  Fulfilling social and legal requirements Advantages of HRM:  Decrease in Staff Turnover  Increase in Productivity  Increase in Group learning  Increase in initiative  Decrease Absenteeism  Lesser conflicts  Increase quality  Increased co-operation  Increased commitment HRM Theories  Scientific management [Clearly defined principals]  Human Relation [Fulfillment of needs]  Rational [Division of authority]  Contingency theory [Change according to situation] 4 Roles/Areas of HR Planning: (by Tyson as per new strategic viewpoint)  To represent organization’s central value system  To maintain boundaries of organization  To provide stability and continuity  To adapt the organization to change Views of HRM: Traditional Odd Job view New Strategic Viewpoint “It is a collection of incidental techniques without much internal cohesion” (Drucker) Manager was partly a Clerk, housekeeper, social worker and fire fighter. It dealt mainly with Hiring and Firing. It is concerned about Organization, Motivation, Employee’s relations and service. Reactive and defensive role Proactive and constructive role Employee’s Consent was obtained. Employee’s Commitment is obtained. HR Planning Human Resource Planning: “HR Planning is forecasting demand of human resources, forecasting its supply and closing gap between demand and supply” It considers When employees needed. How many employees needed. So basically HR Plan deals with recruitment, retention, downsizing & training of workforce. Process of Human Resource Planning 1. Strategic Analysis (of) a. Environment b. Organization’s objectives c. Manpower’s SWOT 2. Job Analysis a. Job description b. Job specification c. Employee specification 3. Forecasting of a. Internal Demand and Supply b. External Supply 4. Implementation a. HR Plan Job Analysis The process of collecting, analyzing & setting out information about the contents of job in order to provide basis for job description and data for recruitment, training, job evaluation & performance management. Systematic way to gather and analyze information about the  Content  Context  Human requirements of the job. Type of information needed  Purpose
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